Updated to reflect the latest gender pay gap figures, as reported in the Annual survey of hours and earnings 2016.
We recap on the traditional guidance for employers on misconduct at the work Christmas party. We also examine issues employers might face this Christmas around attendance and absence.
Updated to include information on Jeffery v The British Council, in which the EAT identified the main factors that connected an expatriate employee working in Bangladesh to Great Britain and British employment law.
The Employment Appeal Tribunal (EAT) has upheld an employment tribunal decision to award £14,000 for injury to feelings after a young lawyer was subjected to sexual harassment in the workplace and forced out of her job. Zoe Lomax, employment associate at DLA Piper, examines the decision including the level of compensation dictated by the Vento bands.
A recent survey by the Trade Union Congress shows that sexual harassment in the workplace is widespread despite legislation outlawing it. Does your business have adequate safeguards in place to protect employees?
A TUC report on sexual harassment in the workplace has found that 52% of women have experienced some form of sexual harassment at work. Stephen Simpson sets the record straight on 10 myths about workplace sexual harassment.
Two young sisters who resigned from their jobs in a service station after what they felt was aggressive and unfair criticism have won their claims for age and sex discrimination in an employment tribunal.
On this week's XpertHR Weekly, we discuss sexual harassment in the workplace.
An employment tribunal has awarded a zero hours contract worker £19,500 after her employer failed properly to investigate allegations that her line manager, who decided how many hours' work she was given, had sexually harassed her.
The employment tribunal in this case had the unusual task of deciding whether or not a female employee was sexually harassed when she witnessed her male line manager and another man re-enacting a scene from the film Ghost at an office party. While the tribunal found that this incident was not harassment under the Equality Act 2010, the employer was ordered to pay the claimant £2,000 for several other incidents that displayed her line manager's "predilection for innuendo", and to reimburse £1,200 in tribunal fees to the claimant.
HR and legal information and guidance relating to harassment in relation to sex.